Hillingdon Street Angels
Code of Conduct
What is the Code of Conduct?
The Code of Conduct is a summary of the values, standards and policies which
apply to everyone working for Hillingdon Street Angels (whether employed or as a
volunteer). It should be regarded as the minimum standard to which staff and
volunteers work and should be read together with other related policies including the
Police Protocol, and Health and Safety Police and, Policy on Safeguarding Children
and Vulnerable adults. All staff and volunteers must comply with the Code of
Conduct at all time.
Value and Standards
Our values of selfless service, being non-judgemental, integrity, honesty,
professionalism, collaboration and excellence must be at the heart of everything
we do. Safety of our staff volunteers and those we seek to help is essential. We
respect and learn from diversity by caring for anyone regardless of who they are
and whatever their circumstances and without judging them. Discrimination or
harassment will not be tolerated under any circumstances. These values reflect our
Christian heritage and beliefs.
Everyone we work with is entitled to a high quality, safe service and to be treated
with respect. All staff and volunteers have a responsibility to care for those we seek
to help and each other. It is important that we demonstrate a positive attitude and
promote teamwork and partnership working with other voluntary and statutory
agencies. It is equally important that our staff and volunteers enjoy their work and
have fun.
Criminal or Illegal Activity
Any member of staff or volunteer found to be engaging in criminal or illegal activity
will be referred to the police.
Drugs and Alcohol
The sale, distribution, use or being under the influence of alcohol, illegal drugs or any
other substances that may affect the performance or behaviour of volunteers or staff
is prohibited. Consumption of alcohol, illegal drugs or other performance-impairing
substances on the day of and/or during a work shift is not permitted.
Smoking
Smoking is not permitted by any member of staff or volunteer while they are wearing
a Street Angel’s uniform.
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Health & Safety
All volunteers and staff should be familiar and keep up to date with the Health &
Safety Policy.
Inclusive
Hillingdon Street Angels welcomes volunteers, who are Christians and seek to
provide Christ’s love through helping and supporting anyone in need regardless of
their faith views. This commitment is underpinned by the following principles:
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A non-judgemental approach to addressing the needs of people.
Collaboration through an integrated community approach.
Ongoing support of our volunteers and training to deliver the service.
Professionalism in the way the service is managed in order to ensure
sustainability.
Integrity, honesty, fairness and sincerity underpinning all activities.
Taking personal responsibility.
Continually adding value.
All staff and volunteers are responsible for ensuring that we provide an environment
free of harassment and discrimination and where everyone is treated with respect,
fairness and equity.
Harassment and Discrimination Between Volunteers/ Paid Staff
Hillingdon Street Angels will tolerate neither harassment nor discrimination. Should a
member of staff or volunteer believe either harassment or discrimination is occurring
they must notify their Team Leader or a member of the Management Team. All
allegations of harassment and/or discrimination will be promptly and thoroughly
investigated. Confidentiality will be maintained. Where allegations are
substantiated, appropriate action will be taken to ensure that the harassment and/or
discrimination does not continue.
Harassment is behaviour, which is imposed by one person on another. It is
unwanted by the recipient. It is unreciprocated. It is one-sided. It is unwelcome and
offensive. Harassment can be in written, verbal or physical form and causes another
person distress. Harassment is unacceptable and we all have a responsibility to
ensure that we do not engage in this behaviour.
Discrimination can take two forms. Direct discrimination when one person is treated
less favourably because of their race, sex, age, sexuality, religion, disability, marital
status or responsibility for dependants. Indirect discrimination is when a condition or
requirement is applied in a work situation, which seems, on the face of it, to apply
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equally to all but which, in practice, can be met by fewer people from one of the
groups listed and is not strictly justifiable in terms of the work required.
Grievance Resolution
A grievance is a perceived or real issue which causes resentment, suffering or
distress and which may be regarded as grounds for complaint. We are committed to
encouraging an open environment in which all staff and volunteers can express
themselves freely and responsibly, where issues raised are responded to in an
appropriate and timely manner and where everyone is treated with dignity and
respect. Above all, we are committed to providing fair and honest settlement of any
grievance.
Training
Training is an essential and exciting part of staff and volunteers experience. Training
for all staff and volunteers is compulsory unless otherwise indicated. Not to be
properly trained would be at odds with our values of professionalism and safety.
Most of all enjoy yourself!
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